A cross-validation of safety climate scale using confirmatory factor analytic approach

PROBLEM: Given the lack of a consistent factor structure of safety climate, this study tested the stability of a factor structure of a safety climate scale developed through an extensive literature review using confirmatory factor analytic approach and cross-validation. METHODS: A cross-sectional sample of 722 U.S. grain industry workers participated in the questionnaire survey. RESULTS: The safety climate scale developed through the generation of an item pool based on a table of specifications, subsequent scientific item reduction procedures, reviews from experts, and pilot test yielded adequate reliabilities for each dimension. Each item showed proper discriminative power based on both internal and external criteria. Criterion validity was manifested by the significant positive correlation of the scale with five criteria. Evidence of construct validity was provided by both exploratory and confirmatory factor analyses. Both calibration and validation samples supported a consistent factor structure. Management commitment and supervisor support were found to influence other dimensions of safety climate. DISCUSSION: This study provides an insight into the primary reason why previous attempts have failed to find a consistent factor structure of safety climate: No specification of the influence of management commitment and supervisor support on other dimensions of safety in their models. IMPACT ON INDUSTRY: The findings of this study provide a framework upon which accident prevention efforts can be effectively organized and underscore the importance of management commitment and supervisor support as they affect employee safety perceptions.     

Deriving the factor structure of safety climate scales

Since the original formulation of the notion of safety climate, many people have developed safety climate measures and conducted factor analyses to identify distinct dimensions. Typically, these analyses were based on samples of workers in a limited number of workplaces, but since they did not allow for the non-independence of the data, they are incorrect. An appropriate analysis should use a multi-level method. This flaw in the analyses to date may at least partly explain the different factor structures of safety climate reported in the literature.     

安全氛围要素构成与重要性排序

关键要素构成及关联排序是安全氛围研究的基础性内容.通过文献回顾和事故案例分析,提取出由安全思想与理念、领导重视、危险源识别与风险分析控制、管理方式、员工参与、安全机构及方法、安全培训、标准化和其他共9维度构成的安全氛围架构,建立了72个指标要素和要素层级模型.运用层次分析法计算出各要素的权重,实现了要素的重要性排序,指标要素总的排序结果基本反映出企业现状.研究表明, 企业领导层应保持重视安全的持续性和一致性,工作中宜改变以管理和处罚等负面刺激为主的传统模式,设法激励员工主动参与.在具体实践中,宜重点加强关于个体行为改善、安全教育培训、管理科学、交流与沟通等方面工作.     

The nature of safety culture: a review of theory and research

This paper reviews the literature on safety culture and safety climate. The main emphasis is on applied research customary in the social psychological or organisational psychological traditions. Although safety culture and climate are generally acknowledged to be important concepts, not much consensus has been reached on the cause, the content and the consequences of safety culture and climate in the past 20 years. Moreover, there is an overall lack of models specifying either the relationship of both concepts with safety and risk management or with safety performance. In this paper, safety culture and climate will be differentiated according to a general framework based on work by Schein (1992 Schein) on organisational culture. This framework distinguishes three levels at which organisational culture can be studied — basis assumptions, espoused values and artefacts. At the level of espoused values we find attitudes, which are equated with safety climate. The basic assumptions, however, form the core of the culture. It is argued that these basic assumptions do not have to be specifically about safety, although it is considered a good sign if they are. It is concluded that safety climate might be considered an alternative safety performance indicator and that research should focus on its scientific validity. More important, however, is the assessment of an organisation's basic assumptions, since these are assumed to be explanatory to its attitudes.     

From safety culture to safety orientation: Validation and simplification of a safety orientation scale using a sample of seafarers working for Norwegian ship owners

Measuring safety performance is becoming increasingly important in many high-risk industries such as atomic power, the chemical industry, offshore oil production, air traffic control and construction. Much has been done to study the antecedents/factors that shape the safety culture and safety climate in these types of industries, but almost no research has been conducted into another high-risk industry – shipping. Based on the safety orientation model (SOM) and a review of items and scales used in surveys of safety climate and safety culture, a safety orientation scale (SOS) was developed and refined through the use of multivariate statistics. This study was conducted with a sample of seafarers sailing on Norwegian-owned vessels. A total of 2558 questionnaires were returned from 141 vessels and 16 shipping companies, giving a calculated response rate of 70%.The study showed that replicating previous studies on the sample of seafarers demonstrated a large degree of stability in scales and items across both industries and nations.Exploratory factor analysis (EFA) is the most commonly adopted approach to the development of scales of safety climate and culture scale reported in the literature, and factor retention seems to be the most important decision in EFA. In the present study several rules to determine the number of factors and items retained are applied, and a comparison is made of a short form of latent root criterion (SFLRC) and parallel criterion (PC). SFLRC is found to be the superior method for the present data set.Confirmatory factor analysis (CFA) did not support the preliminary SOM of 12 dimensions (13 dimensions, since one of the 12 dimensions was split during the CFA procedure); however, a re-specification of the model on the basis of the CFA for four different behavioural measures gave a simplified and well-defined model with seven factors and 22 items.     

Development of a scale for assessing the organization's safety performance based fuzzy ANP

Traditionally, safety performance is assessed through statistical analyses of incident data, known as lagging indicators. Lagging indicators are not useful since the goal of founding safety management systems is the continuous improvement. In this study, a scale was established and validated to assess the elements that affect the organization safety. The fuzzy analytic network process (FANP) procedure was applied to weigh the elements and to reveal the influence of various structures for the proposed scales on the safety performance indicator. A 120-item scale was developed following the interview process to examine the factors that affect safety performance. Based on the face validity results, eight items were removed. The mean value of the instrument's validity index was 0.79. According to the FANP results, the organizational factor had the highest weight load of 0.465, whereas the environmental factor, with a weight of 0.209, had the least effect on the organization's safety performance index. An analysis of the study data showed that the designed scale can be used as an objective and simple tool to evaluate the factors that affect safety performance.     

Safety management systems and safety culture in aircraft maintenance organisations

A self-regulatory model was proposed to examine how different organisations manage safety, with particular emphasis on the human and organisational aspects. The relationships of different aspects of safety culture and safety management systems were explored through the deployment of different research measures and methods. Studies of four aircraft maintenance organisations included analysis of documentation and qualitative interviews, surveys of safety climate and attitudes, expected response to incidents and compliance with task procedures. The model was effective in analysing the salient features of each organisation' s safety management system, though it underestimated the roles of planning and change. The data from management interviews, the incidents survey and safety climate survey exhibited a large measure of agreement in differentiating between the different safety management systems and safety climate of the four organisations. The measures of compliance with task procedures and safety attitudes did not differentiate between the four organisations (though one organisation did differ from the others in safety attitudes). This suggests a strong, relatively homogeneous professional sub-culture of aircraft technicians spanning the different organisations. Differences in safety attitudes and climate were found between occupational groups, though in the case of climate the differences between occupational groups were a function of the organisation, suggesting a differentiated notion of safety culture. The professional sub-culture of technicians is likely to mediate between the organisation' s safety management system and safety outcomes.     

Railway safety climate: a study on organizational development

The safety climate of an organization is considered a leading indicator of potential risk for railway organizations. This study adopts the perceptual measurement–individual attribute approach to investigate the safety climate of a railway organization. The railway safety climate attributes are evaluated from the perspective of railway system staff. We identify four safety climate dimensions from exploratory factor analysis, namely safety communication, safety training, safety management and subjectively evaluated safety performance. Analytical results indicate that the safety climate differs at vertical and horizontal organizational levels. This study contributes to the literature by providing empirical evidence of the multilevel safety climate in a railway organization, presents possible causes of the differences under various cultural contexts and differentiates between safety climate scales for diverse workgroups within the railway organization. This information can be used to improve the safety sustainability of railway organizations and to conduct safety supervisions for the government.     

Multi-level safety climate associations with safety behaviors in the fire service

Introduction: Limited research associated with safety climate has been completed within the fire service. Given this dearth of information, the present study sought to identify a valid and reliable measure of safety climate at both the workgroup and organizational levels within the fire service. Methods: Researchers surveyed 994 firefighters in two large metropolitan fire departments. Preliminary analyses including psychometrics, confirmatory factor analyses, and shared perception analyses were completed. A linear mixed model analysis was then completed to assess the relationships between workgroup safety climate, organizational safety climate, and safety behaviors, including both safety compliance and safety citizenship behaviors. Results: Measures of safety climate at the workgroup (WGSC) and organizational levels (OSC) were derived. WGSC factors include supervisor support (α = 0.92), vertical cohesion (α = 0.89), and horizontal cohesion (α = 0.94). OSC factors include management commitment (α = 0.91), safety programs/policies (α = 0.89), perceived fairness (α = 0.86) and incident command (α = 0.90). Confirmatory factor analyses confirmed our multi-factor models were a good fit to the data. The linear mixed model analysis found that WGSC positively predicted safety compliance behavior (B = 0.13, p < .001) and safety citizenship behavior (B = 0.22, p < .001) and OSC positively predicted safety compliance behavior (B = 0.16, p < .001) and safety citizenship behavior (B = 0.15, p < .001). Conclusions: This work presents reliable and valid measures of both workgroup and organizational safety climate, which have positive relationships with safety behavior outcomes. Practical application: The measures, which were developed through an extensive multi-method process, provide a means for researchers and practitioners to assess safety climate in the fire service and provides guidance for future safety climate research, including informing intervention research, which could potentially bolster safety climate and enhance safety in the fire service.     

Safety compliance and safety climate: A repeated cross-sectional study in the oil and gas industry

IntroductionViolations of safety rules and procedures are commonly identified as a causal factor in accidents in the oil and gas industry. Extensive knowledge on effective management practices related to improved compliance with safety procedures is therefore needed. Previous studies of the causal relationship between safety climate and safety compliance demonstrate that the propensity to act in accordance with prevailing rules and procedures is influenced to a large degree by workers' safety climate. Commonly, the climate measures employed differ from one study to another and identical measures of safety climate are seldom tested repeatedly over extended periods of time. This research gap is addressed in the present study.MethodThe study is based on a survey conducted four times among sharp-end workers of the Norwegian oil and gas industry (N = 31,350). This is done by performing multiple tests (regression analysis) over a period of 7 years of the causal relationship between safety climate and safety compliance. The safety climate measure employed is identical across the 7-year period.ConclusionsTaking all periods together, the employed safety climate model explained roughly 27% of the variance in safety compliance. The causal relationship was found to be stable across the period, thereby increasing the reliability and the predictive validity of the factor structure. The safety climate factor that had the most powerful effect on safety compliance was work pressure.Practical applicationsThe factor structure employed shows high predictive validity and should therefore be relevant to organizations seeking to improve safety in the petroleum sector. The findings should also be relevant to other high-hazard industries where safety rules and procedures constitute a central part of the approach to managing safety.     

Safety culture: analysis of the causal relationships between its key dimensions

INTRODUCTION: Several fields are showing increasing interest in safety culture as a means of reducing accidents in the workplace. The literature shows that safety culture is a multidimensional concept. However, considerable confusion surrounds this concept, about which little consensus has been reached. METHOD: This study proposes a model for a positive safety culture and tests this on a sample of 455 Spanish companies, using the structural equation modeling statistical technique. RESULTS: Results show the important role of managers in the promotion of employees' safe behavior, both directly, through their attitudes and behaviors, and indirectly, by developing a safety management system. IMPACT ON INDUSTRY: This paper identifies the key dimensions of safety culture. In addition, a measurement scale for the safety management system is validated. This will assist organizations in defining areas where they need to progress if they wish to improve their safety. Also, we stress that managers need to be wholly committed to and personally involved in safety activities, thereby conveying the importance the firm attaches to these issues.     

Measuring safety climate in elderly homes

IntroductionProvision of a valid and reliable safety climate dimension brings enormous benefits to the elderly home sector. The aim of the present study was to make use of the safety climate instrument developed by OSHC to measure the safety perceptions of employees in elderly homes such that the factor structure of the safety climate dimensions of elderly homes could be explored.MethodIn 2010, surveys by mustering on site method were administered in 27 elderly homes that had participated in the "Hong Kong Safe and Healthy Residential Care Home Accreditation Scheme" organized by the Occupational Safety and Health Council.ResultsSix hundred and fifty-one surveys were returned with a response rate of 54.3%. To examine the factor structure of safety climate dimensions in our study, an exploratory factor analysis (EFA) using principal components analysis method was conducted to identify the underlying factors. The results of the modified seven-factor's safety climate structure extracted from 35 items better reflected the safety climate dimensions of elderly homes. The Cronbach alpha range for this study (0.655 to 0.851) indicated good internal consistency among the seven-factor structure. Responses from managerial level, supervisory and professional level, and front-line staff were analyzed to come up with the suggestion on effective ways of improving the safety culture of elderly homes. The overall results showed that managers generally gave positive responses in the factors evaluated, such as "management commitment and concern to safety," "perception of work risks and some contributory influences," "safety communication and awareness," and "safe working attitude and participation." Supervisors / professionals, and frontline level staff on the other hand, have less positive responses. The result of the lowest score in the factors - "perception of safety rules and procedures" underlined the importance of the relevance and practicability of safety rules and procedures.ConclusionThe modified OSHC safety climate tool provided better evidence of structural validity and reliability for use by elderly homes' decision makers as an indicator of employee perception of safety in their institution.Impact on industryThe findings and suggestions in the study provide useful information for the management, supervisors/professionals and frontline level staff to cultivate the safety culture in the elderly home sector. Most important, elderly homes can use the modified safety climate scale to identify problem areas in their safety culture and safety management practices and then target these for intervention.     

Behaving safely under pressure: The effects of job demands,resources, and safety climate on employee physical and psychosocial safety behavior

Introduction: Previous research has shown that employees who experience high job demands are more inclined to show unsafe behaviors in the workplace. In this paper, we examine why some employees behave safely when faced with these demands while others do not. We add to the literature by incorporating both physical and psychosocial safety climate in the job demands and resources (JD-R) model and extending it to include physical and psychosocial variants of safety behavior. Method: Using a sample of 6230 health care employees nested within 52 organizations, we examined the relationship between job demands and (a) resources, (b) safety climate, and (c) safety behavior. We conducted multilevel analyses to test our hypotheses. Results: Job demands (i.e., work pressure), job resources (i.e., job autonomy, supervisor support, and co-worker support) and safety climate (both physical and psychosocial safety climate) are directly associated with, respectively, lower and higher physical and psychosocial safety behavior. We also found some evidence that safety climate buffers the negative impact of job demands (i.e., work–family conflict and job insecurity) on safety behavior and strengthens the positive impact of job resources (i.e., co-worker support) on safety behavior. Conclusions: Regardless of whether the focus is physical or psychological safety, our results show that strengthening the safety climate within an organization can increase employees' safety behavior. Practical implication: An organization's safety climate is an optimal target of intervention to prevent and ameliorate negative physical and psychological health and safety outcomes, especially in times of uncertainty and change.     

Safety climate dimensions,leader–member exchange,and organizational support as predictors of upward safety communication in a sample of rail industry workers

The freedom employees feel to communicate safety concerns with their supervisors, termed upward safety communication, has been shown to be related to adverse safety events (Hofmann and Morgeson, 1999). Research to date has demonstrated that good supervisor–employee relationships (leader–member exchange), a sense that the organization values an employee (perceived organizational support) and safety climate (including perceived management attitudes toward safety, job demands interfering with safety, and pressure from coworkers to behave safely) all contribute to employees’ comfort in bringing up safety issues with their supervisors. However, little is known about which specific dimensions of safety climate are most predictive of upward safety communication. Using a sample of 548 railway workers, we found that when all factors were considered simultaneously using dominance analysis, the dominant factor predicting upward safety communication was perceived management attitudes toward safety, followed by job demands interfering with safety and then leader–member exchange. Implications for research and practice are discussed.     

What does safety commitment mean to leaders? A multi-method investigation

Introduction: Perceived management safety commitment as an aspect of safety climate or culture is a key influence on safety outcomes in organizations. What is unclear is how perceptions of management commitment are created by leaders. Method: To address this gap in the literature, we position safety commitment as a leadership construct viewed from the perspectives of the leaders who experience and demonstrate it. In this paper, an established multidimensional commitment framework is applied to leaders' safety commitment (consisting of affective, normative, and calculative commitment). Via an exploratory sequential mixed methods design combining interviews (n = 40) and surveys (n = 89), we investigate the applicability of this theoretical conceptualization to safety commitment. Results: The results indicate the multiple dimensions captured leaders' safety commitment well, safety commitment can be demonstrated via a range of behaviors, and the dimensions' association with behavioral demonstrations aligned with those of other types of commitment reported in the literature. Only affective safety commitment was consistently associated with demonstrations of safety commitment. The link between high levels of affective and normative safety commitment and demonstrations was more pronounced when participants perceived their company's safety climate more positively. Conclusions: Adopting a focus on leaders' experience of safety commitment offers opportunities for new research into the way in which safety commitment perceptions are shaped by leaders. Practical application: The findings can support leaders' reflection about their personal mindset around safety and support them in fostering strong safety climates and cultures. It further encourages organizations in creating work environments that in particular foster affective and normative safety commitments in leaders.     

Workers' perceptions of workplace safety and job satisfaction.

A lot of attention has been focused on workers' perceptions of workplace safety but relatively little or no research has been done on the impact of job satisfaction on safety climate. This study investigated this relationship. It also examined the relationships between job satisfaction and workers' compliance with safety management policies and accident frequency. A positive association was found between job satisfaction and safety climate. Workers who expressed more satisfaction at their posts had positive perceptions of safety climate. Correspondingly, they were more committed to safety management policies and consequently registered a lower rate of accident involvement. The results were thus consistent with the notion that workers' positive perceptions of organisational climate influence their perceptions of safety at the workplace. The findings, which have implications in the work environment, are discussed.     

Development and initial validation of an Aviation Safety Climate Scale

PROBLEM: A need was identified for a consistent set of safety climate factors to provide a basis for aviation industry benchmarking. METHOD: Six broad safety climate themes were identified from the literature and consultations with industry safety experts. Items representing each of the themes were prepared and administered to 940 Australian commercial pilots. RESULTS: Data from half of the sample (N=468) were used in an exploratory factor analysis that produced a 3-factor model of Management commitment and communication, Safety training and equipment, and Maintenance. A confirmatory factor analysis on the remaining half of the sample showed the 3-factor model to be an adequate fit to the data. DISCUSSION: The results of this study have produced a scale of safety climate for aviation that is both reliable and valid. IMPACT ON INDUSTRY: This study developed a tool to assess the level of perceived safety climate, specifically of pilots, but may also, with minor modifications, be used to assess other groups' perceptions of safety climate.     

Organizational Climate Metrics as Safety,Health and Environment Performance Indicators and an Aid to Relative Risk Ranking within Industry

The chemical, pharmaceutical and other related process industries are characterized by inherently hazardous processes and activities. To ensure that considered risk management decisions are made it is essential that organizations have the ability to rank the risk profiles of their assets and operations. Current industry risk ranking techniques are biased toward the assessment of the risk potential of the asset or operation. Methodologies used to assess these risks tend to be engineering-based and include, for example, hazard identification and event rate estimation techniques. Recent research has associated lagging safety performance indicators with metrics of organizational safety climate. Despite the evidence suggesting their potential usefulness, organizational climate metrics have not yet been exploited as a proactive safety, health and environmental performance indicator or as an aid to relative risk ranking. This paper summarizes research that successfully produced a statistical model of organizational climate and its relationship to site significant injury frequency rates, allowing the relative risk ranking of sites based upon organizational climate metrics. The responses to an industrial organizational survey are examined for a pharmaceutical company's sites in the United Kingdom, Sweden and the United States. Projection to Latent Structures Analysis is performed on the survey responses. The resultant models are shown to be able to accurately model the site significant injury frequency rates. The organizational climate metrics that discriminate between the safety performance levels of different sites are identified.     

Workers’ Perceptions of Workplace Safety and Job Satisfaction

A lot of attention has beenfocused on workers ‘ perceptions of workplace safety but relatively little or no research has been done on the impact of job satisfaction on safety climate. This study investigated this relationship. It also examined the relationships between job satisfaction and workers’ compliance with safety management policies and accident frequency. A positive association was found between job satisfaction and safety climate. Workers who expressed more satisfaction at their posts had positive perceptions of safety climate. Correspondingly, they were more committed to safety management policies and consequently registered a lower rate of accident involvement. The results were thus consistent with the notion that workers ‘ positive perceptions of organisational climate influence their perceptions of safety at the workplace. The findings, which have implications in the work environment, are discussed.